Performance Practices, Perceptions and Performance

PerformancePractices, Perceptions and Performance

PerformancePractices, Perceptions and Performance

Thepurpose of this article is to show the relationship that existsbetween the employees and the productivity of the organization. Theinteraction between the employee’s capability and the performanceof the organization is being evaluated. It serves to portray how theemployees affect the productivity of the organization (AngleL., Perry J., 1981).

Inthis article, the relationship between the employee involvement andtheir effect on the organization is being analyzed. The employeeinvolvement refers to a situation in which the employee getsintegrated into the operation of the organization. The efforts andcapabilities get channeled to the organization in which they operate.They affect the performance of the organization in one way or theother. Some of the employee involvement includes things to do withthe power, information, knowledge and skills and rewards they get.Through their involvement, they increase the output of theorganization.

Powerposes relation to the organization productivity through the autonomysupport, encouraging and participating in decision making rather thantaking control (Deci &amp Ryan, 1985). This is due to the impact ithas on the employee’s attitude. In the situation where thedecision-making aspect of the organization also involves theemployee, there is always a high productivity rate as compared toothers. The decisions made in this case are compatible with eachemployee, and they agree towards it. These decisions then becomeintegrated into the operation of the organization which leads to highproductivity.

Informationaspects entail the situation where the communication between theemployees is efficient. In this case, the information disseminationis fast such that the employees are in place to know what is expectedof them to do at a given period. This makes the employees increasingthe pace in production process thus causing a higher productivity.When the employee receives information faster they plan forward andthus are in position to do a lot of production activities within ashort period of time. This therefore causes high productivity inorganization with faster information transfer to employees.

Knowledgeand skill facilitate employee involvement in a great way to theorganization.(Prais,1995). The skilled employees perform their duties very fast sincethey are experienced at this field and their produce is ofgreatquality. They generate a lot of produce per time as compared tounskilled since they know what appropriate path needs to be taken forhigher productivity. Therefore skilled employees cause a rise in theorganization production.

Rewardscause the employee participation in the organization to yield moreproduce. In this case, the rewards serve to encourage the employeesto work hard (Schiemann, 1987). Mainly rewards are given maybe afterattaining a certain goal targeted by the organization. It may alsoarise as a result of good work done by the employee. The presence ofthe rewards in the employee involvement in organizations makes themdesire to attain it. In doing so, they channel their effort toproduction and thus causing an increase in the organizationalproductivity at large.

Thearticle also focuses on organization commitment in ensuring theproductivity of the organization is increased. Organizationcommitment is based on the fact that the employees are capable ofworking hard for the sake of the organization apart from acceptingthe organization goals. In this situation the productivity increasesa lot as the employees are willingly to work towards achieving theorganization goals.

Inthe result aspect, proper information causes the organization toproduce a lot as the employees are aware of what is expected of them.This is caused by the fact that fast information transfer leads toproper coordination in the productivity process thus yielding highproduce. On the other hand, skills among the employees make themhandle the productivity process faster and in the easier waypossible. This causes increased productivity. Rewards and power alsoincreases the productivity. Not to forget the fact that properorganization commitment causes a rise in productivity as theemployees are ready to work for attaining the organization goals.

Thisarticle relates to what is being learned in the course. It offers toexplain how the employee affects the produce in the organization justas it was explained in the course at earlier stage. Therefore it islike supplementing what we learnt in the course, which is, providingmore information concerning effects of the employees on organizationproductivity.

Inthis article, the matter of the effect of the employee together withthe organization commitment is discussed at broad. It serves toeducate the society on the essence of ensuring that the employees areintegrated to be part of the organization in every step theorganization makes. The articles content marks to educate andsensitize the benefits to which they are attributed when there isemployee involvement in the organization which as we have alreadyseen it causes increased organization productivity. The content inthe article provides the basis to which organization uses to increasetheir productivity.

Theflaw with the article is that it only focuses on the positive aspectof the employee involvement and organization commitment. Therefore tomake the article better, the negative aspect like conflicts also needto be addressed so that those who are using the article as the basisof evaluation get to know what they are likely going to face asdrawbacks in the course of initiating the same. Also, the articlecould be increased so that not only do it contain the employeeinvolvement but also other parties like managerial and resources inthe on the effect to productivity.

Theauthor of the article could have shown the extent each of theemployee involvement affects the level of productivity. Thecomparison between the skills and information could have made so thatat the end of the day the main factor determined on relation to theorganization productivity made. The results could also be expanded ifother factors that affect the productivity get included to it so thatanalysis of the productivity is not only to the employee involvement.

Thearticle relates a lot to the profession and even future life. This isbecause in the current world there are a lot of business activitiesgoing on of which many are competitive. To be in the position tomaintain a high production and thus high sales these aspects of thearticle need to be kept in position and under check always. As theycause the increase in productivity, they make the organizationcompetitive.


Allen,N. J., &amp Meyer, J. P. (1990). The measurement and antecedents ofaffective, continuance and normative commitment to the organization.Journalof Occupational Psychology, 63(1),1-18.

Angle,H. L., &amp Perry, J. L. (1981). An empirical assessment oforganizational commitment and organizational effectiveness.AdministrativeScience Quarterly, 26(1),1-14.

Armenakis,A. A., &amp Bedeian, A. G. (1999). Organizational change: A reviewof theory and research in the 1990s. Journalof Management, 25(3),293-315.

Deci,E. L., &amp Ryan, R. M. (1985). Intrinsicmotivation and self-determination in human behavior.New York: Plenum.

Prais,S. J. (1995). Productivity,education, and training: An international perspective. NewYork: Cambridge University Press.

Schiemann,W. (1987). The impact of corporate compensation and benefit policy onemployee attitudes and behavior and corporate profitability. Journalof Business &amp Psychology,2(1),8-26.